Familiarisation of new employees

Finding employees isn't so hard, keeping them, on the other hand, is very hard. So it can be summarized briefly, if it concerns the topic training. Companies are looking for candidates who immediately fit into the team and quickly understand the processes. The selection process often takes weeks, sometimes the position even has to be advertised a second time. The professional induction of new employees, i.e. so-called onboarding, is therefore enormously important - and is often only half-heartedly considered.

"You can't teach employees to smile. You have to smile before you hire them." by Arte Nathan

The core of a good company are qualified employees. But this is a challenge for every HR department to find just the right professionals. It is often required that they are already familiar with the tasks, but on closer inspection this is almost never the case. What's the matter with you? Every company has different work processes, programs, contact persons and regulations. That's why a new employee needs an induction period - regardless of whether he or she has studied or has years of professional experience.

Training is part of Recruitment

Imagine that you have two candidates on the shortlist. One applicant (A) already has a degree in her industry and tells us herself that she already knows all the processes. The other applicant (B) is a career changer, but her job references show that she quickly finds her way into new processes. They ultimately decide to hire both people and send information about the new field of activity beforehand. After a short time you will notice a big difference. Candidate A: Assumed that the procedures are exactly the same as for her previous employer. Therefore she did not look at the materials in advance and is not very motivated. Out of shame and in order not to doubt her experience, she reluctantly gets support from younger colleagues. Candidate B: Watched videos about the new company in addition to the information received. She also interviewed experienced colleagues and explored the company's intranet. This was time-consuming, but she knew an answer to all the questions asked, unlike Candidate A.

Extend the period of familiarization

If a new employee is trained, this is often unfortunately only a very short and superficial introduction.

Perspectives such as: "The new colleague will somehow get used to it" often lead to demotiavation. In addition, this has an effect on the temporary employee commitment. Good induction promotes employee loyalty.

It is clear that the first working day is important to arrive at the new job. In the best case, however, this arrival will be prolonged. For this purpose, the period of familiarization must be planned both before the first day and in the first weeks after the start.

Tips for employers 

We have assigned some tips to the appropriate phases that the new employee goes through:preparationWorkplace set upWorking hours clarifiedCustomers and team provide information/learning materials Clarify access to rooms, software etc.orientationPresent the values, visions and goals of the companyMentor or contact personsIntroduce or show a tour of the premises of the companyWork processes.integrationTeam eventsCommon meetingsFeedback discussionsCommunication in the companyVocational training offers 

Conclusion on successful onboarding

It is also possible to create your own onboarding program with a small budget. Especially for SMEs there are numerous meaningful possibilities. The points described here are of course only a part. We note that onboarding is considered successful if: During the trial period or within approx. two years there is no dismissal, the new employee quickly feels professionally secure and fulfills the goals set. This does not show direct overstrain and uncertainty. The new employee is well integrated into the team after a short time, is valued by his colleagues, and has been able to build up a good relationship with his superiors. He is able to introduce new employees to the company himself as a multiplicator. He gets promptly to the information he is looking for or knows where they stand.

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